Chapter 1 Intro To HRM

HUMAN RESOURCE
MANAGEMENT
CHRA031
SEMESTER 1
THEME 1:
INTRODUCTION TO
HUMAN RESOURCE
MANAGEMENT
INTRODUCTION TO HUMAN RESOURCE
MANAGEMENT
CHAPTER 1
Learning Objectives
• Provide an overview of the field of HRM,
• Outline the national challenges facing HRM in South Africa,
• Give an overview of current focus areas in HRM,
• Identify areas for employee to participate at different levels in the
organisation,
• Provide an overview of HR strategies aimed at achieving excellence
and quality in organisations,
• Explain how HR contributes to establishing ethics in the organisation,
• Describe the role of the SA Board for People Practices (SABPP) as an
HR professional body.
Intro and Definition of HRM
 HRM- refers to the development and application of
policies, systems and practices and procedures aimed
at influencing the thinking and behaviour of people
towards the vision and strategy of the organisation.
 HRM- involves the productive use of people in

achieving the organisation’s strategic objectives and
the satisfaction of individual employee needs.
Intro and Definition of HRM
 HRM is not a ‘nice to have’, but must add value to
the organisation,
 HRM must be purposeful,
 HRM must plays a strategic role and not an

administrative role,
 HR officials must be ethical and adhere to the

professional standards (SABPP).
The Scientific Context of HRM
The Scientific Context of HRM
 Management: process of coordinating and overseeing work activities of others,
 Psychology: study and measure of human behaviour,
 Sociology: social behaviour relationships within and among groups,
 Social Psychology: the influence of people on one another,
 Political Science: the behaviour of individuals and groups in a political
environment,
 Anthropology: study of human behaviour as a whole,
 Organisation behaviour: study of behaviour of individuals and groups within an
organisation,
 Business management: study of management and includes macro and
functional points of view,

 Employment Relations: study of the relationship between employers,
employees, and the state.

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HRM Functions
The HR value chain consists of sequential and interrelated functions which
are categorised under employment and onboarding, talent management and
organisational behaviour management.
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The Main HRM Functions

Motivation &
Leadership
Health & Safety HR Planning
Management
Recruitment,
HRD & Career Selection &
Management HRM Induction
Functions
Compensation HRIS
Management
Employment
Performance Relations
Management
9
External Environmental Influences on HRM
Economic environment
• the availability of capital, current interest rates, rate of inflation, level of
employment, currency status.
Social environment
• Attitudes and values concerning work, products and values are shaped by the
society in which the organisation features.
Political environment
• laws and regulations as defined by central and local governments.
Technological environment
• the means available in which an organisation changes the inputs into outputs
through an ongoing process.
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Challenges Facing HRM in SA

 Economic challenges and SA’s competitiveness,
 Skills shortages,
 Employee relations landscape,
 Contingency employment,
 Promoting Ethical behaviour,
 Diversity Management,
N.B Think of how HRM can respond to these challenges in a manner that
will add value to the organisation
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The Role of HR in Ethics

 Ethics should be important aspect of organisational culture.
 HR should promote ethics in organisations by:
 Promoting ethical leadership
 Involving trade unions to create ethical culture
 Forming ethical committee
 Developing a Code of Ethics
 Conducting an ethics audit
 Scrutinise policies for fairness
 Providing ethics training
 Training on ethical decision-making
 Providing mechanisms for peer reporting/whistle blowing
 Making ethical conduct a performance outcome
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The HRM Profession in SA

• There are two bodies in South Africa that serve as
professional bodies for HR professionals.
 The South African Institute of Personnel Management

(IPM)
 The SA Board for People Practices (SABPP)
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The SA Board for People Practices
 SABPP is a professional body for the registration of HR

practitioners in SA.
 It was established in 1982.
 Strategy is to promote, guide, and influence the development of
the personnel profession.

 Various prescriptions exist regarding behavioural code of a
person registered with the SABPP.

 Various registration categories exist which dictate different
registration requirements.
N.B Visit www.sabpp.co.za
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SABPP Registration Categories
Master HR Masters/Doctorate + 5 years top level

Professional experience
Chartered HR Honours + 4 years Senior Level
Professional Experience
HR Professional 3 year Degree/Diploma + 3 years Middle
Management Experience
HR Associate 2 year Diploma + 2 years’ Experience
HR Technician 1 year Certificate + 1 year Experience
Candidate Qualification but no experience
including HR Student 16
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Jobs in HRM
 Many opportunities exist for people wishing to pursue a
career in HRM.
 Nature and size of an organisation dictates number of

opportunities which exist in HRM.
 High demand for HR personnel who are qualified in both

HRM and Employment Relations Management due to
inter-dependence and high level of trade union activities
in SA.
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Conclusion
• People are the most valuable resource.
• Purpose of HR is to develop policies, systems,

procedures and strategies to maximise performance.
• HR responds to specific challenges.
• HR department is a business partner in an organisation.
• Ethics is crucial.
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HUMAN RESOURCE

 HRM- involves the productive use of people in

 HRM must be purposeful,

 HRM must plays a strategic role and not an

 HR officials must be ethical and adhere to the

 Sociology: social behaviour relationships within and among groups,

 Social Psychology: the influence of people on one another,

 Political Science: the behaviour of individuals and groups in a political

 Organisation behaviour: study of behaviour of individuals and groups within an

functional points of view,

employees, and the state.

The Main HRM Functions

employment, currency status.

society in which the organisation features.

Challenges Facing HRM in SA

 Employee relations landscape,

 Promoting Ethical behaviour,

The Role of HR in Ethics

The HRM Profession in SA

 The South African Institute of Personnel Management

 The SA Board for People Practices (SABPP)

The SA Board for People Practices

 SABPP is a professional body for the registration of HR

 Strategy is to promote, guide, and influence the development of

the personnel profession.

person registered with the SABPP.

SABPP Registration Categories

Master HR Masters/Doctorate + 5 years top level

 Nature and size of an organisation dictates number of

 High demand for HR personnel who are qualified in both

• Purpose of HR is to develop policies, systems,

• HR responds to specific challenges.

• HR department is a business partner in an organisation.

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